How to Build Remote Inclusivity for Hybrid Work

Priya Patra is a Program Manager in Mumbai, India.

  Organizational Culture   Talent Management  

“When everyone is included, everyone wins.”
— Jesse Jackson

It would be an understatement to say that the last year has seen unprecedented changes. Socio-economic volatility, overnight digital transformation and sudden remote teams have forced project managers to challenge the status quo. Today’s teams are dispersed, diverse and virtual…but tomorrow’s team may not be.

A new study by McKinsey suggests remote work and virtual meetings will continue: 20 to 25% of the workforce could work from home between three and five days a week, which means we may move to a hybrid model. The new model promises greater access to talent, increased productivity for individuals and small teams, lower costs, more individual flexibility, and improved employee experiences.

In a hybrid working environment, it will be even more necessary that leaders be “remote inclusive.” It is about ensuring all team members—whether on-premise or remote—have their say. All voices must be heard; it is about enabling all team members to make meaningful conversations.

As I read the study, I realize that as more and more of us are getting vaccinated, we are slowly transitioning to a hybrid mode of working. In some of my projects that require a secure setup or special equipment for validation and testing, employees have been visiting the office say …

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